Yu Ha Cheung and Alicia S. M. Leung

Organisations have been increasingly aware of the importance of promoting environmental sustainability as one means of fulfilling a role in corporate social responsibility. Using data from 194 Hong Kong managerial and professional employees collected through two waves of online survey, we examined the impact of three proximal factors, autonomy at work, management involvement, and intrinsic motivation on workplace green behaviour (i.e., champion green behaviour, conventional green behaviour, paper use and electricity use). Our results showed that (1) employees’ intrinsic motivation and management expectations of acting green were significant predictors of workplace green behaviour; (2) autonomy at work was related only to champion green behaviour; and (3) the presence of committees or designated personnel on promoting green initiative was not related to employees’ workplace green behaviour.

Edited by
Adelina M. Broadbridge and Sandra L. Fielden

This unique Research Handbook covers a wide range of issues that affect the careers of those in diverse groups: age, disability, gender, race, religion, sexuality and transgender, as well as appearance. International experts from a variety of backgrounds contribute chapters in their given fields, reviewing current thinking, practices, initiatives and developments within the field, as well as presenting a wide-ranging and holistic coverage of the topic.

Fiona Moore and Mary Yoko Brannen

This chapter provides insight into qualitative approaches to comparative human resource management (HRM) studies, focusing in particular on the anthropological comparative method. The authors present a detailed international case study to demonstrate how international HRM might usefully adopt the comparative method as a means of analysis, drawing useful conclusions from data that do not easily lend themselves to generalisation.

This chapter explores the emergent field of study of comparative careers. The authors point to examples that illustrate relevant current research, providing definitions of key concepts and examples of comparative analyses in studies of individual careers and organisational career management. Survey results from two leading-edge career-related research projects are presented to illustrate current trends in the field.

Werner Nienhüser and Chris Warhurst

This chapter outlines how employment relations are understood and how they are said to be changing. Following a detailed definition of ‘employment relations’, the authors present the different theoretical underpinnings of this field of study and how each might be more or less relevant in different country academic traditions. A detailed presentation is made of the convergence debate within the comparative employment relations field, exploring how things might be changing over time across countries. Consequently, this chapter includes a discussion of the ‘Uberisation’ of employment relations, when employment itself disappears.

Vivien T. Supangco and Jessica A. Los Baños

This chapter reviews both qualitative and quantitative studies including Indonesia, Malaysia, and the Philippines, leading the authors to conclude that there is a substantial research gap in understanding these economies, and to call for new studies to complement other more widely studied Asian economies. The three countries have a shared history and ethnic lineage, but also have in common that we, as yet, know little about how human resource management (HRM) is conducted there.

Michel Hermans

This chapter argues that extant insights into South American human resource management (HRM) derived from cross-cultural approaches could be enhanced by integrating comparative institutional perspectives. This insightful chapter lays out opportunities and challenges for integrating comparative institutional approaches into HRM research in South America. A primary contribution is an identification of five core issues common to comparative institutional approaches and that are particularly relevant to HRM research in the South American context.

This chapter develops understanding of how context influences human resource management (HRM). Exploring relevant institutional factors, the complementarities of regulatory features of an organisation’s environment are discussed. The authors highlight some of the most influential institutional approaches to understanding variations in HRM policy and practice, and draw out the implications of recent theoretical developments. The authors define the institutional context, particularly highlighting how this affects employee rights.

This chapter discusses the emergence of diversity management and how international comparisons can inform our understanding of and perspectives regarding the general shift from equality to diversity and associated human resource policy. The chapter takes a more focused perspective on four specific diversity strands (gender, sexual orientation, race/ethnicity/immigration, and religion) where important developments have been unfolding in recent years, sometimes amidst extreme conditions. The authors reveal important disparity in legal protections between and within the various diversity strands and cultural contexts.